Labor and Employment Litigation
Workforce Management Support
Effective policies and dispute resolutions help build a productive, successful workplace that is good for both your company and your employees. Friedlander Misler, founded more than 50 years ago, regularly assists businesses with a variety of employment law needs. Our team delivers crucial workforce management support that protects your business’s most valuable asset — your workforce. We advise on risk mitigation to help avoid workplace grievances and potential litigation. Should a dispute arise, our trial attorneys take decisive, proactive steps to limit damages and strategize winning solutions.
Internal Investigation/Labor Relations
When employment disputes arise, an employee complaint is raised, or when you have concerns that current practices within your management team may lead to a future claim, a timely, targeted and confidential investigation can often bring an end to a problem before it gets out of hand. Our attorneys have frequently conducted such investigations for our clients, and have the experience needed to bring early resolution to a number of potential workplace problems.
Under most circumstances, a business can lay off an employee without cause. However, a business is not permitted to fire an employee under circumstances specified by state or federal laws. An employee may assert claims for discrimination, harassment, whistleblower retaliation or breach of an employment contract. Our legal team guides clients through the process of gathering evidence to counter unsubstantiated allegations and works to build a strong argument that the termination was not in violation of the law.
There are numerous federal and state laws which prohibit discrimination in the workplace or provide employees with certain rights in connection with their continuing employment. Whether your employee’s claim arises under Title VII of the Civil Rights Act of 1964, the Americans With Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), 42 U.S.C. Sec. 1983, or other statute, our lawyers have extensive experience in responding on your company’s behalf, both at the administrative level before the U.S. Equal Employment Opportunity Commission (EEOC) or state deferral agency, and in court. We will aggressively defend your company from such claims, and help you create workplace policies that protect the company from future discrimination claims.
Sexual harassment may be alleged against a supervisor, manager in another department, coworker or client. Furthermore, the claimant and the alleged harasser may be a man or a woman and of the opposite or the same gender.
Your company’s employee handbook should clearly describe conduct that is considered harassing. You should also inform your employees about the procedures for reporting harassment and take immediate action to rectify problems. These preemptive actions form the basis of your defense against an EEOC complaint or a lawsuit. But if these measures fail to prevent a claim for harassment or hostile work environment, you can trust the lawyers of Friedlander Misler to take the appropriate action to defend your company’s interests and good name.
Employment Practices Liability Insurance
Many employers have purchased employment practices liability insurance to protect them from lawsuits related to alleged wrongful termination, discrimination and harassment. If your company has such coverage, and your insurer has not provided you with a defense or indemnity, you need experienced counsel to prosecute your rights under the policy. Having a trusted partner like Friedlander Misler to guide you through the process is a sound business practice.
Foreign Labor Law
We have experience and expertise in representing organizations and corporations in matters involving the status of temporary foreign H-2A and H-2B workers. Let us help you navigate the various regulations and federal agencies so that your H-2A or H-2B program is effective and operates within the law.
Build a Productive Workforce
For more information about developing effective workplace policies and defending your company against allegations of harassment, discrimination or wrongful termination, contact Morris Kletzkin or Joseph Santini at 202-872-0800 or online at firstname.lastname@example.org and email@example.com